Volume 5, Issue 10, October – 2020 International Journal of Innovative Science and Research Technology ISSN No:-2456-2165 Skill Development Mission and the Skill Landscape of : - An Empirical Study

Dr. Chandra Sekhar Dash Shilpa Dash Associate Professor, Department of Commerce, B. Tech (CSE), GGSIPU, University of Delhi Noida, UP

Abstract:- Skilling India is an initiative recently taken up ‘Mission Mode’ in order to converge existing skill training in the direction of the changing the skill landscape of initiatives and combine scale and quality of skilling efforts, India’s gigantic unemployed and under employed with speed. On first July 2015, the National Skill population. Skill, being at the centre of employability, Development Mission was approved by the Union Cabinetii occupies prominence in employment land scape of any and officially launched by the Hon’ble Prime Minister on state or for that matter, the centre stage of the effective 15.07.2015 on the occasion of World Youth Skills Day. The workforce participation of any country. Accordingly, Mission has been developed to create convergence across assessment of the skill landscape of India in the wake of sectors and States in terms of skill training activities. emerging technological change, global transformation Further, to achieve the vision of ‘Skilled India’, the National and international mobility of workforce, is the essence of Skill Development Mission would not only consolidate and this paper. As any other research would have it, coordinate skilling efforts, but also expedite decision measures suggested for improvement of the situation is making across sectors to achieve skilling at scale with speed the outcome of this research. A review of research on the and standards. It will be implemented through a streamlined subject showed that there is no dearth of research in this institutional mechanism driven by Ministry of Skill field but there exists none, that stress the effect of these Development and Entrepreneurship (MSDE). Key policies on the skill landscape and gender diversity of the institutional mechanisms for achieving the objectives of the country. Most of these studies show the different Mission have been divided into three tiers, which will dimensions that cover the need of the skill programme consist of a Governing Council for policy guidance at apex within the perspective of “” frame work. level, a Steering Committee and a Mission Directorate The structural aspect of the Skill Development or Skill (along with an Executive Committee) as the executive arm India framework with particular reference to the Skill of the Mission.Mission Directorate will be supported by Land Scape and gender diversity of India. The research three other institutions: National Skill Development Agency design is explorative, methodology is secondary sources, (NSDA), National Skill Development Corporation (NSDC), collected from empirical-reports, survey-research, and Directorate General of Training (DGT) – all of which books, prominent-sites, media-reports etc. and will have horizontal linkages with Mission Directorate to literature-survey. The findings of the study indicate that facilitate smooth functioning of the national institutional despite the laudable and all admirable aspects of the mechanism (see, figure-1). Seven sub-missions have been Skill India Movement, the problem of gender inequality, proposed initially to act as building blocks for achieving sectoral imbalance in skilling, training and placements, overall objectives of the Mission. They are: remain unattended.

Keywords:- Skill India, Skilling India, Mission Skill, Skill Land Scape.

I. INTRODUCTION

The first initiative that has been taken in this respect by Ministry of Skill Development and Entrepreneurship (MSDE) was taken by transferring two institutes namely, Indian Institute of Entrepreneurship (IIE) and National Institute of Entrepreneurship and Small Business Development (NIESBUD) to the Ministry of skill development and Entrepreneurship (MSDE).

(A) The National Skill Development Missioni: - The Ministry of Skill Development and Entrepreneurship (earlier Department of Skill Development and Entrepreneurship, first created in July 2014) was set up in November 2014 to drive the ‘Skill India’ agenda in a

IJISRT20OCT335 www.ijisrt.com 604 Volume 5, Issue 10, October – 2020 International Journal of Innovative Science and Research Technology ISSN No:-2456-2165 (i) Institutional Training, (ii) Infrastructure, (iii) Udaan is a Special Industry Initiative for Jammu Convergence, (iv) Trainers, (v) Overseas Employment, &Kashmir aimingto provide skills training and enhance the (vi) Sustainable Livelihoods, (vii) Leveraging Public employability of unemployed youth of J&K. The Scheme Infrastructure. Mission Governing Council at Apex level covers graduates, post graduates and three-year engineering will be headed by Hon’ble Prime Minister. In addition, diploma holders. It has two objectives: Governing Council may also invite other CMs, other Union Ministers and relevant persons from academics  (i) To provide an exposure to the unemployed graduates and industry, depending on the agenda for discussion. to the best of Corporate India; (ii) Structure of the set up  (ii) To provide Corporate India, an exposure to the rich talent pool available in the State.

The Scheme aims to cover 40,000 youth of J&K over a period of five years and Rs. 750 crore has been earmarked for implementation of the scheme over a period of five years to cover other incidental expenses such as travel cost, boarding and lodging, stipend and travel and medical insurance cost for the trainees and administration cost. Further corporates are eligible for partial reimbursement of training expense incurred for the candidates who have been offered jobs

(C) -Sankalpiv Introduction Skills Acquisition and Knowledge Awareness for Livelihood Promotion (SANKALP) project aims include strengthening institutional mechanisms at both national and state levels, building a pool of quality trainers and assessors, creating convergence among all skill training activities at the state level, establishing robust monitoring and evaluation system for skill training programs, providing access to skill training opportunities to the disadvantaged The schemes for skill development in India are as sections and most importantly supplement the Make in India follows: initiative by catering to the skill requirements in relevant  Pradhan Mantri Kaushal Vikas Yojana manufacturing sectors.  Skills Acquisition and Knowledge Awareness for Livelihood Promotion (Sankalp)  Coactualization of Education-School  Udaan (Ude Desh ka Aam Naagrik) Education&Higher Education  Standard Training Assessment and Reward Scheme i. Standards and Quality through-National Skill (Star) Qualification Framework  Polytechnic Schemes ii. Qualification Packs and National Occupational  Cacuminalization of Education Standards by-Training Providers-Innovation & World Skills (B)Kaushal Vikas Yojana -Approved for another four years (D) Entrepreneurship National Entrepreneurship Awards- (2016-2020) to benefit 10 million youth Scheme-&-Partners Pradhan Mantri Kaushal Vikas Yojana is the flagship (E) Polytechnics Scheme setting of Polytechnique v scheme of Indian government. Enabling a large number of Institutes, women hostels,& integration of disabled Indian youth to take up industry-relevant skill training that will help them in securing a better livelihood. Under this II. REVIEW OF RESEARCH Scheme, Training and Assessment fees are completely paid by the Government. In review of research the most akin to our purposes is probably is the study made by Shrivastava and Jatav (2017), Key Components of the Scheme: where giving a fresh look at the institutional, structural base 1. Short Term Training: is needed. Singh & Kaur (2018), found that scarcity of 2. Recognition of Prior Learning: trained painters in paint industry is rampant and supply gap vi 3. Special Projects: must be meted out to overcome the situation. Ansari and 4. Kaushal and Rozgar Mela Khan in 2018, found that skill developmentis essential in 5. Placement Guidelines: poverty reduction, boosting competitiveness, generating 6. Monitoring Guidelines: employability and promoting self-reliance in entrepreneurial vii youths in India . The annual participation of 12 million in (C) -Udaan iii workforce has a lot to speak about lack of education and inextricably minimal skills and training.viii. National share of education in the national budget need be re-engineered to

IJISRT20OCT335 www.ijisrt.com 605 Volume 5, Issue 10, October – 2020 International Journal of Innovative Science and Research Technology ISSN No:-2456-2165 bring a balance among all other sectors. Gupta and Agarwal Abhishek and Aditya (2015), suggested mobilization (2018)ix in their work in Power Sector suggested an all- of funds at the lower echelon of the society, revamping the around development in all levels of education. Prasad and formal education system to garner socio-economic Purohit (2017), suggested a global standard of education in strengthxv. all sorts of educational training, formal, technical and vocational and grey collar jobs in IT sectorx. Pandey (2016), Bhiwa (2014,) showed Our expenditure on education in their study suggested all comprehensive training in share 3.4 of GDP in comparison of other countries like environment protection, effective use of bio-waste and Thailand which share 7.6 share of Gross Domestic enrichment of livelihood should be given in one goxi. Production (GDP) is a minusculexvi. Raina (2013), studied six parameters soft skills, wellness, dance, general Chavda and Trivedi’ study (2015), used Walker’s Life awareness, orientation that education must be integrated Skills Test to measure four types of life skills (1) etiquettes with the market needxvii. Brown (2001), suggested in his (2) Communication (3) Self-esteem and (4) Hygiene and study the role of a growing business investment in education suggested that that the age group of (18-20) is better than in US every year, and evidenced a positive return from age group (14-17) and that of (11-13)in development of training and education in term of ROI. Thus, From the skills and there is no gender difference in skill literature it is very clear that there is an immense need of learning.xiiMishra (2015), suggested role of Private educational and skill development in youth. participationxiiiKanchan and Sakshi (2015), suggested creation of a global hubxiv.

III. METHODOLOGY

The research design is explorative, methodology is secondary sources, collected from empirical-reports, survey-research, books, prominent-sites, media-reports etc. and literature-survey.

(F)Skill Development Programs and Its Achievements –

FIGURE-2 Achievements-

FIGURE-3 Modern Training

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FIGURE-4skill landscape changes

FIGURE-5 Prior Learning

FIGURE-6 Quality Assurance

IJISRT20OCT335 www.ijisrt.com 607 Volume 5, Issue 10, October – 2020 International Journal of Innovative Science and Research Technology ISSN No:-2456-2165 IV. FINDINGS

THE SKILL LAND SCAPE OF INDIA & POLICY DIRECTIONS

Employment Skill Land Scape In concurrence with the national policy on skill-development, concordance of private-sector and public sector is a must for transforming India’s skill landscape to bring it to a vibrant mode.

(A) Employability Skill 1.Employbility-The overall employability has increased from 33% to 47.8% in 2018, 46.21 in 2020.

2. Engineering course wise employability had been the highest in IT sector where all core industries are crossing 50% level in 2018. There has been an increase in electronics &communication (above 65%), electricals (above 60%), mechanical (45 %to55%) and civil engineering (40% to50%) in 2019, figure-8.

3. Domain wise employability: -domain wise employability shows that Engineering has topped the list followed by B.Sc., MCA, pharma, b.om &MBA in that order, figure-9.

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4. State wise highest employability: -Andhra Pradesh has topped in State wise employability followed by west Bengal, Delhi and . Other six states in performance order are UP, Haryana, , Telangana, Maharashtra and Tamil Nadu, figure-10

5. Gender wise employability in states: - Andhra Pradesh, Delhi, and Haryana came out as top 3 states in both Male and female employability. The 4th, 5thnad sixth position in Female employability went to Karnataka, Maharashtra, Rajasthan, Telangana, UP and West Bengal in that order. Male employability after AP, Delhi, Haryana was high in Kerala, Karnataka Maharashtra & Rajasthan, figure-11.

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6. Type of Skill Available State wise: - Type of kill availability show that employees with high agility are available in Karnataka, followed by Rajasthan, Delhi; Adaptability in Maharashtra, followed by Haryana and Karnataka, High Inter persona skill in Delhi followed by west Bengal and UP. High emotional intelligence found in West Bengal, followed by Telangana & AP, Conflict Resolution in Andhra Pradesh and high self-determination in Karnataka, figure-12.

7. Gender Wise Employability- The percentage of female employees in India has shifted from 38% in 2017 t0 46% in 2018 while the percentage of male has increased from 47 % in 2017 to 48% in2018.While female employability approximates the male employability (46-47%) in both cases Males in workforce are way beyond (77%) the female workers (i.e. only 23%), figure-13.

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8. Employee Preferences

(a) Preferences for Internship – Employee preference for internship stands at all time high above 80 % in all 3 years 2016 t0 2018 although a little fluctuation is seen in later years, figure-14.

(b) Preference for Salary range- Preference for salary range has been plugged at the range above 26 lakhs (response of 48% ton58%) in all 3 years between 2016-18, followed by the lowest range i.e. (0- 2 lakh)and middle rage i.e. (2-26 lakhs) in 2018, figure-15.

IJISRT20OCT335 www.ijisrt.com 611 Volume 5, Issue 10, October – 2020 International Journal of Innovative Science and Research Technology ISSN No:-2456-2165 (c) Preference for work sites state wise- The topmost 3 states with most referred place of work has been AP, Delhi, and Haryana in that order followed by Karnataka, Maharashtra and Rajasthan.

9. Employer’s Hiring Intent-

(a) Employer’s Intent on Hiring: - survey of 100 + employers in 9 industries indicated that employees 64 % of employer have a positive outlook in terms of hiring intent, figure-17.

(b) Employer’s Intent on Hiring by size of the firm: the survey shows an astounding result where large multinational having (1001-5000) employee have a negative intent of hiring, while those small(0-500) employees and those having (501-1000) employeeshave an intent of employing counting between (10 to 20) %, figure-18.

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(c) Hiring Intent by company type: -Positive intent is widely seen in all the types of companies, but negative intent is prominent in multinationals more than private companies. Public companies having no negative intent for hiring, figure-19.

(d) Hiring intent in technology firms- firms in this sector belong to artificial intelligence, design, analytics and R&D who are entering in a big way but feel a shortage of employeesinthis area, figure-20.

(e) Other Sectors joining the party: - While technology sectors are getting back to the game of hiring there is a good thing that other 21st centurycompanies likeBPO,KPO, ITES, travel & hospitality sector and finance/insurance companies will join the party, figute-21.

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(f) Hiring intent by Education Domain: - Highest intent comes from company with engineering (BE/B.Tech) and graduates (BCA/BBA/B.Com/B.Sc)followed by MBA/MCA/ITI, figure-22.

(g) Hiring Intent by work experience; -the highest demand is 11-15 years’ experience followed by 6-10 years of experience, figure-23.

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(h) Preferred sources of recruitment: - the highest preferred source of job is web portals (28%) followed by internal referrals (19%) and consultants (16%), figure-24.

(i) Design Jobs High on Demand: - design jobs high on demand are computer software/ (j) hardware (23%). Analytics (20%) followed by artificial intelligence(17%) and R&D (15%), figure-25.

IJISRT20OCT335 www.ijisrt.com 615 Volume 5, Issue 10, October – 2020 International Journal of Innovative Science and Research Technology ISSN No:-2456-2165 (k) Talent Availability and Job Demand: - Top three states where job demand matches the supply are AP, Delhi, Haryana, Karnataka, figure-26.

(l) States where maximum Hiring Happens: - Top three states where maximum hiring happens are, AP, Bihar, Delhi, , figure-27.

10. Gender Diversity Report: - 1. Percentage of women working Globally: Country with highest women workers in the world is Nepal (80%), followed by china(63%) and Bangladesh. India has only 27% women in working population, figure-28.

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2. Participation of women in India inc.: - participation of women in India inc. is only 25% i.e. 1/3rd of Male participant, who constitute 75 % of the workforce), figure29.

3. Women enrolment in higher education and domain of their presence: - The female enrolment in higher education is no better(20%-24%) are enrolled While 67% women graduates do not workin rural area, 68% graduates in urban area don’t have a paid job, figure-30.

4. Domain having more employable women: -B.A., B. Com and B.sc are topmost domain followed by B.Farma, BBA MBA and MCA in that order. Polytechnic has only 27% employable women, Figure-31.

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5. States & cities where women prefer to work: - The most preferred states where women prefer to work Karnataka, Delhi, & Kerala. Cities preferred by them are Pune, Mumbai, Delhi/NCR and .

6. Sectors having women hiring targets: -Sectors having highest women hiring target is Information technology followed by banking, hospitality/travel, software/hardware and automobile.Sector, figure - 32.

7. Average women hiring Targets- Average woman hiring targets come to be 15-20% in new hires only,Figure-33.

8. What is stopping them? -1. Poor family norm (they need permission to join), 2. Poor safety at work place, 3. Male dominated work culture, 4. Many works are not conducive to women. 9. What needs to be done? -1. Gig work for women, 2. Encouragement, 3. Mechanism for women safety at work, 4. Mentor ship eco system

IJISRT20OCT335 www.ijisrt.com 618 Volume 5, Issue 10, October – 2020 International Journal of Innovative Science and Research Technology ISSN No:-2456-2165 V. CONCLUSION [10]. Prasad, J. and Purohit (2017),“Skill Development, The success story of skill India is unmatchable. Things Employability and Entrepreneurship through Make in that were at a rust untouched by national leaders and India: A Study”. Journal of Engineering Research and national planner was attended to. The shill India movement Application www.ijera.com ISSN: 2248-9622, Vol. 7, achieved a fifty percent success. Yet the achievement is not Issue 12, (Part -2) December 2017, pp.18-28 a trivia.Even though the growth is moderate poor and [11]. Panday, S. (2016) “Improvising Skill Development & unprivileged population, the women power has been in the Employability Potential through Higher Education, receiving end. It must be regrated that even after 70 years of Research & Innovations in India” International Journal independence and planned economy, these groups still of Innovative Research in Science, Engineering and remain marginal, vulnerable and anguished. According to Technology (An ISO 3297: 2007 Certified CII report, while Nepal and china show 80% and 60% Organization) Vol. 5, Issue 1, Januray 2016, working women, India has only 25% women working as ISSN(Online): 2319-8753. compared to a staggering high 75% of male workforce, that [12]. Amandeep., &. Brar, K. K (november 2015). Skill too when their employability is no way less than the male Development in Higher Education: Trends and Issue population (both have 47to 49% employability) skills. 67% .International Journal of Emerging Research in of women in India don’t get jobs in rural area and 68% in Management &Technology, 4(II), 126-130. urban India don’t get paid jobs, and are still working without [13]. Misra, S. K. (2015)Skill Development: A Way to pay or very low pay. This indicates the level of exploitation Leverage the Demographic Dividend in India, GSTF and employment attitude stressing back to colonial era of the Journal on Business Review (GBR) Vol.4 No.2, British Rule. Strong national framework is necessary to December 2015. DOI 10.7603/s40706-015-0019-0 break their monopoly. Further, out of 100+ industries [14]. Kanchan S, & Sakshi,, V (2015). “Skill development surveyed by CII, only in 9 industries, where hiring intent is initiatives and strategies”, Asian Journal of 64%. Hiring intent for women in new hires is also at its Management Research, Volume 5 Issue 4 lowest i.e. 15 to 20% only. Thus, it is suggested that for [15]. Abhishek,V and Aditya, S (2015) “Skill Development giving a boost to the women working, steps to be taken for a Programmes: A Project Management Perspective” , better eco system for 1. Providing gig1 work for women, 2. International Journal of Humanities and Management Encouragement of entrepreneurship, 3. Mechanism for Sciences (IJHMS) Volume 3, Issue 5, ISSN 2320– women safety at work, 4. Proper mentor ship and 5. A 4044 (Online) conducive eco system for women in the country. [16]. Bhiwa, G. S. (2014), SKILL DEVELOPMENT – An Engine of Economic Growth. Tactful Management REFERENCES Research Journal, ISSN: 2319-7943, Impact Factor : 2.1632(UIF). [1]. https://www.msde.gov.in/assets/images/Mission%20bo [17]. Raina, N., Dr. (august 2013). Skilling Initiative for oklet.pdfskill Undergraduate students at the entry level: A Case [2]. http://www.skilldevelopment.gov.in/nationalskillmissi study. Journal of Commerce & Management Thought, on.html IV(4), 843- 853. [3]. https://www.msde.gov.in/udaan.html [4]. https://www.msde.gov.in/assets/images/sankalp/note.p df [5]. https://mhrd.gov.in/technical-education-16 [6]. Singh, S. & Kaur, K. (2018), “A Study on Skill Development of Paint and Coating Industry”. Kurukshetra University, Kurukshetra – Haryana, [VOLUME 5 I ISSUE 2 I APRIL – JUNE 2018] e ISSN 2348 –1269, Print ISSN 2349-5138 http://ijrar.com/ Cosmos Impact Factor 4.236 [7]. Ansari, T. H. and Khan, M. A,(2018), Available online at: ttps://www.researchgate.net/publication/329782820 [8]. RESEARCH REVIEW International Journal of Multidisciplinary RRIJM 2015,Volume-04, Issue-03, March-2019 All Rights Reserved 462 | Page growth, [9]. Gupta D and Agarwal S (2018), “Training Prospects in Power Sector in India” International Journal of Research in Engineering, IT and Social Sciences, ISSN 2250-0588, Impact Factor: 6.452, Volume 08, Special Issue, May 2018, Page 305-314.

1workers take up short-term contracts or freelance work

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